Reasons to Adopt Remote Work Practices

I've spoken to 4,000+ companies about remote work since March 2020 Here are the most common things I've heard 👇 1. 🏢 HQ Obliteration: Return to office has stopped, companies have cut back the real estate they could, and will cut a lot more as leases expire. The majority of workers will work remotely at least part-time and the amount will grow 2. ⭐️ Access talent: The first reason they are going remote-first is simple – it lets them hire more talented people. Rather than hiring the best person in a 30-mile radius of the office, they can hire the best person in the world for every role 3. 💰 Cut costs: The second reason is because it makes them more cost-efficient. Rather than spending $10K-$20K per worker a year on office space they can provide a worldclass remote setup for less than $1,000 a year 4. 🌐 Universal problems: doesn’t matter the size of the organization, every company is dealing with the same thing. How do we operate as a global business? Equipping teams and managing assets is a huge pain point 5. 🏭 ESG Considerations: many companies care massively about the environmental impact eradicating the office – and the commute – has. 108 million tons of Co2 less every year. Boards are looking here as well 6. ❤️ Quality of life: companies also know they don’t need workers to waste 2 hours a day commuting to sit in an office chair for 8 hour. Companies have seen reducing commute frequency leads to happier more productive workers 7. 🚀 Outcomes vs. Time: the measure of performance in the office is how much time you spend sat in your seat. The measure of performance while working remotely has to be output. Companies are moving slowly here 8. 🎡 Hybrid Conflict: what companies and workers think hybrid means are two different things. Workers think it is being able to work remotely whenever they want. Companies think it is telling workers when they must attend. Big problem 9. 🛑 Bad Software: companies continue to use software and tooling designed for in-office teams causing issues for distributed workers. New tools developed by remote-native startups are emerging but not being adopted fast enough 10. 🔐 Tech & Security: in the old world the edge from a security perspective was the office, now it's every device. This creates big security risk and vulnerabilities as devices are lost. Companies lack good solutions

☠️ Why Mandated RTO is a Leadership Fail Return-to-office mandates often feel like a fear-based response—fear of change, fear of losing control, and fear of letting go of the familiar. But clinging to old frameworks, like office real estate, isn’t leadership. Leading is about looking ahead, not doubling back to the past. The common justifications for RTO—collaboration and face time—don’t hold up to scrutiny. If connection is the goal, why not invest your office lease money in bringing remote teams together more often in dynamic, diverse settings that foster creativity and innovation? And let’s talk about talent. Are you optimizing for the best talent or the best logistics? Limiting your team to a commutable radius doesn’t just leave untapped potential on the table—it hands the competitive advantage of securing the best talent to your competitors. The data speaks for itself: 📊 A Stanford study found that remote workers are 13% more productive and experience a 50% lower attrition rate than their in-office peers. 📊 FlexJobs reports that 80% of remote workers feel more engaged when working remotely, and 90% say remote work is a top factor in deciding whether to stay at a company. 📊 The U.S. Bureau of Labor Statistics observed productivity increases across 61 industries as remote work became more common. Leadership isn’t about enforcing old norms. It’s about building a future that works—for your people and your business. That future is flexible, intentional, and focused on outcomes, not outdated traditions. Mandated RTO is a failure of imagination—and imagination is what defines great leaders. So, what kind of leader are you? #Leadership #FutureOfWork #RemoteWork #Retention #EmployeeEngagement

Remote work benefits more than just the disabled community. Here’s why it’s not just a great accommodation but a win-win for everyone: - Greater Accessibility: For disabled people, remote work removes many of the physical barriers to traditional office environments. No need to navigate inaccessible transportation or buildings; remote work allows people to contribute fully from the comfort of their own homes. - Flexibility: Remote work offers flexibility in work hours and environments, which benefits parents, caregivers, and anyone who needs to balance personal responsibilities with their career. This flexibility promotes a healthier work-life balance and greater job satisfaction. - Increased Productivity: Many employees report being more productive when working from home. Without the distractions of a busy office, people can focus more easily on their tasks, leading to improved efficiency and outcomes. - Expanded Talent Pool: Remote work allows companies to tap into a broader talent pool, hiring the best candidates regardless of geographic location. This is especially important for disabled people who may have limited access to traditional workplaces but possess valuable skills and expertise. - Cost Savings: Remote work eliminates commuting costs and reduces the need for large office spaces, benefiting both employees and employers. This can lead to significant savings and a more sustainable way of working. - Environmental Impact: Fewer commutes mean a lower carbon footprint, contributing to environmental sustainability. Remote work isn’t just an accessibility solution, it’s an innovative, inclusive model that benefits us all. What are your thoughts on this? #RemoteWork #Accessibility #Inclusion

What would motivate you to take a 3.9% pay cut – with a smile on your face? For many, it’s simple: flexibility to work from home 2-3 days a week. According to WFH Research, this trade-off is so compelling that many employees are willing to sacrifice a portion of their salary to avoid the grind of commuting 5 days/week and reclaim control over their time. Framed differently, if you ask employees currently working remotely 2-3 days/week to return to the office 5 days/week, they'd demand a 7.6% pay increase. [1] That’s right, flexibility isn't just a "nice to have" – it has real $$ value. And it’s a win-win, too. On one hand, employees get the flexibility they crave, which boosts their productivity and happiness. On the other hand, employers can cut costs on real estate and office supplies, reduce employee turnover, etc. I’ve also anecdotally observed that less commuting means fewer sick days (though I don’t have a formal study to cite…yet). Companies that strike the right balance between remote and in-office work have a huge strategic advantage. Those that cannot? They risk falling behind, losing talent to organizations that embrace flexibility and invest in the cultural, policy, and infrastructure shifts to support it. This isn’t just a trend – it’s a massive opportunity. The next generation of disruptive startups is already seizing it. Are you?